An Analysis of the Strategies for Motivating Employees

Introduction

Every individual, whether a student or employee, needs to be motivated in order to achieve the quality of their work or generate the most desirable outcome. In a workplace, leaders believed that the use of motivational approaches can adequately increase the performance of an individual. The same idea of motivation is applied for the entire organization, with an assurance that all of the employees will comply accordingly with the organizational objectives.

Background and Problem Statement

From the past and recent organizational researches regarding the workplace, there are proposals that focus on strengthening the performance and increasing the job commitment and satisfaction of the employees. All of the elements that contribute in the employee’s outcome emphasize the importance of motivation. The nature of motivation is primarily concern with the use of energy, creating direction, building the persistence and partial achievement in doing a certain work. Each person has the intention to achieve their goals and often fueled with enthusiasm. In the studies of psychology, the area of motivation and its concept has been widely applied in both academics and professional world. Therefore, motivation is highly valued because of the positive results that it produces. It affects different roles in the society such as the manager, educators, health care providers, parents, and even religious leaders. However, what are the appropriate strategies or approaches that can be use to motivate successfully the employees?

Research Aim and Objectives

The aim of the study is to recognize the position of the motivation and its role in the increasing the performance of the employees. In order to achieve this aim, there are three objectives that should be considered. First is to identify the importance of motivation in targeting the organizational objectives. Second is to determine the most commonly used motivational approaches or strategies that can be effective in any type of workplace. And third is to provide recommendations on how to improve the approaches.

Literature Review

Motivation suggests that the concerned people should be move and act in different circumstances. People can be motivated because they value an activity or through a strong external coercion. People commit to do a certain task because of two factors; they simply want to excel in their field or they are pressured by the people or the other factors around them. These factors are in the matters of internal and external motivations where people use to stand in this kind of behavior with both interests and values or with the representation of the culture (Ryan and Deci, 2000a). At some point, the need is another definition of motivation, desire, or goal in which a person acts in the best way that he can be to reach the best outcome as much as possible (Ryan and Deci, 2000b). The personal or corporate need is the main reason of a person to give his best in doing all his works. The needs of an employee are a good example of motivation. This can be the foundation of an employee to contribute more of his knowledge and skills towards his work. Motivational concepts and structures have been relatively applied in both academics and business sectors. The intrinsic motivation is an important structure of human to learn and assimilate; meanwhile, the extrinsic type of motivation is considered as part of the autonomy and reflects in external control or self-regulation. However, within this two types raise the basic needs of an individual in terms of autonomy, competence, and relatedness (Ryan and Deci, 2000c; Linnenbrink and Pintricch, 2002). The studies on motivation became more interesting because of the significant outcomes that it might create towards the professionalism, productivity, commitment, and satisfaction.

Methodology

The suggested method in the study is the use of survey and interview. The first phase is survey in which the participants are the employees. The participants will answer the questionnaires that are in a Likert Scale form. In this way, the researcher/s can gain the perceptions of the employees regarding the motivational approaches in their workplaces. In the second phase of the method, the participants in the interview are the managers who are representatives of various departments. The interview will be done according to the provided schedule. The interview is an effective method to gain the knowledge on how effective the motivational approaches for the employees, the kinds of motivational approaches, the modes of its implementation, and if there is any significant changes in the productivity of each employee.

References:

Linnenbrink, E., & Pintrich, P., (2002) Motivation as an Enabler for Academic Success. School Psychology Review, Vol. 31, No. 3.

Ryan, R., & Deci, E., (2000a) Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being, American Psychologist Association, Inc. 55(1) [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_RyanDeci_SDT.pdf. [Accessed 06 Aug 2010].

Ryan, R., & Deci, E., (2000b) The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior, Psychological Inquiry, 11(4). [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_DeciRyan_PIWhatWhy.pdf [Accessed 06 Aug 2010].

Ryan, R., & Deci, E., (2000c) Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemporary Educational Psychology, Vol. 25. [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_RyanDeci_IntExtDefs.pdf [Accessed 06 Aug 2010].

Effect of Motivation on Employee Commitment

Introduction

Past researchers to recognize the different factors that might affect the commitment of the employees towards their organization. Apparently, the area of motivation found as one of the significant factors. Aside from the training and development, employers are also targeting the job satisfaction in their employees and with the aid of motivation and approaches among the employees there is a strong influence to achieve the organizational commitment in the workforce.

Background and Problem Statement

Organizations are managed to increase the traditional function of the workforce by forging various strategies. One of the recognized methods that brought success in the organization is the talent management, wherein the organization is pooling the best talents or the “cream of the crop” in the workforce. In the investigation of acknowledging the skills of the individuals, the commitment of an employee is said to be the most desirable asset that an organization can have. This is because for the reason that the performances of the employees play a significant role and has a great contribution towards the fulfillment of the organizational objectives. In addition, the employee commitment is another challenge for the organizations, in which no leader can really identify the ways to gain it from the employees. Therefore, the organizations are attempting to build the competency among the employees through the use of various training and development programs. On the other hand, the use of the motivational approaches, the increase in performance can be achieved. However, what would be the effect of the motivation to gain the commitment of the employees?

Research Aim and Objectives

The main aim of the study is to investigate the effect of employee motivation towards the employee commitment. In order to achieve this discovery, there are four objectives that need to be considered. First is to identify the possible strategies that might increase the job satisfaction or organizational commitment of the employees. Second is to recognize the broad context of the various theories in motivation. Third is to determine the perception of the employees towards the motivational approach of the organization. And fourth is to recognize the perceptions of the managers or employers regarding the applied motivational approaches and improve the performance of the employees.

Literature Review

For business leaders, the performance of his subordinates is important for the growth of the organization. One of the basic ways in improving or enhancing the performances of the employees is through the use of organizational approaches such as motivations. On that idea, the importance of the motivation within the organization can be described as the asset of the company that cannot deteriorate and can be passed on the other subordinates. For the business leaders, corporate culture can be a good motivational factor for the employees especially when the company is operating more than 50 years and leave a legacy in the industry. Rewards and punishment are some of the classic examples of motivations that can be applied in the process of the empowering the people and was created to achieve their greatest potential. Motivation and its application has been the center of issue in the human resource department. The motivation and its different philosophical views create a link between the employee’s knowledge and skills and the nature of their work (Wright, 2001). In the perspective of the human resource manager, the commitment of the employee to perform well is favorable in the entire organization. For some other researchers, the motivation is the kind of force that drives a person to do his best contribution in the organization – and commitment comes next (Meyer, Becker, and Vandenberghe, 2004). The productivity may appear in every employee and that is very beneficial in the organization. The decision for the retention and the promotion is very possible. In the continuous deliberation of the organization towards the certain changes, the challenges that happen to affect the entire organization can be minimize (Kreisman, 2002). The employees that will create a great factor or contribution such as improvement in their field of work will definitely feel the job satisfaction and indeed, might reflect in their compensation (Egan, Yang, and Bartlett, 2004).

Methodology

The applied method in the study is the use of survey and interview. The survey will use the questionnaires in a Likert Scale form and conducted for the employees. The results that may be formulated from the survey will help the researcher/s identify the perceptions of the employees. On the other hand, the interview will be conducted among the managers and/or HR managers. This will give the idea regarding the motivational approaches of the organization and effectiveness of those approaches in order to achieve the employee commitment.

References:

Egan, T., Yang, B., and Bartlett, K., (2004) The Effects of Organizational Learning Culture and Job Satisfaction on Motivation to Transfer Learning and Turnover Intention, Human Resource Development Quarterly, 15(13) [Online] Available at: http://download.clib.psu.ac.th/datawebclib/e_resource/trial_database/WileyInterScienceCD/pdf/HRQ/HRQ_2.pdf [Accessed 24 August 2010].

Kreisman, B., 2002. Insights into Employee Retention, Commitment and Motivation [Online] Available at: http://www.insightsvancouver.com/PDFs/Employee%20Commitment-Retention%20White%20Paper%5B1%5D.pdf [Accessed 24 August 2010].

Meyer, J., Becker, T., Vandenberghe, C., 2004. Employees Commitment and Motivation: A Conceptual Analysis and Integrative Model, Journal of Applied Psychology, 89(6) [Online] Available at: http://www.mona.uwi.edu/spsw/downloads/coursemat/PS66G/2005-2006/sem2/meyer_becker_vandenberghe_2004_motivation_and_employee_commi.pdf [Accessed 24 August 2010].

Wright, B., 2001. Public-Sector Work Motivation: A Review of the Current Literature and a Revised Conceptual Model, Journal of Public Administration Research and Theory, 11(4).

Is Pay a Motivation for All Level of People?

Introduction

In the continuing efforts of the organizations to create a competitive advantage against their competitors and establish a strong relationship in the market, they tend to apply various motivational approaches that can increase the performance. People are considered as the most natural helpers or workers that maybe not perfect but can move according to what is being asked them to do. Based on the theories of motivation, there are many strategies that the leaders can use to satisfy the people’s needs for improvement. In addition, the quality of work is what being paid by the leaders. The continuous effort of the HR managers and organizational leaders in harnessing the professionalism out of the employees is one of then main targets of the business leaders.

Background of the Study and Problem Statement

Although, there are many innovative ways that already established to improve the quality of performance that might contribute in the overall performance of the organization. Still, leaders are seeking to the most effective option that can be easily handled. Most of the actions being taken by the leaders are the motivational approach which increases the performance of an employee. However, the knowledge about the motivation is not enough unless it is proven effective by the organization. The motivational approach suggests that employees should provide the expected effort from them according to what is being paid by the firm. On the other hand, what is the most effective way to increase the performance of an employee is through the use of payment.

Research Aim and Objectives

The main aim of the study is to understand the motivational approach through the use of payment and as well as measuring its effectiveness in all the level of employees. There are three important objectives that can help the study achieve its aim. First is to have a deep understanding on the objectives or purpose of motivation. Second is to determine the various approaches being implemented by the leaders just to reach their expectancy on their employees. And last is to consult the perceptions of the employees regarding the payment as a motivational approach.

Literature Review

Critically, the nature of motivation centers with the energy, direction, persistence and partial achievement in doing a certain work. There are different intention that portrays of each employee because of their uniqueness in terms of characteristics and bearing. Typically, a person enables to achieve their goals by fueling great enthusiasm towards it. Within the study of motivation, there is a wide concept which has been widely applied in both academics and professional world. The overall result of motivation is highly valued because of the positive implications that it promises within the organization. In a lighter way, motivation can be alike to the carrot and stick technique, wherein the leaders gives punishment and rewards to the people who are not focusing on their appropriate responsibilities. The organizational leaders embrace the truths that the people play their role within the workplace according to the factors that might affect them (Linnenbrink and Pintrich, 2002). Most of the previous studies pertaining to the motivational approach gave emphasized on the monetary rewards that can be the answer on the needs of an employee. The payment scenario is not entirely the total motivation for the employee but still proven effective to develop the potentials found among the individuals. The kind of payment being given by the organization is different among the compensation or standard payment the employees. In this matter, the organization should be prepared on the certain conditions that might be presented in the implementation of the monetary rewards. The challenge is now on the business and their ability to answer the stability of their financial matters because it is another expense that they must cover (Alexy and Leitner, 2007; Ghosh, 2007).

Methodology

The suggested method in the study is the use of the survey and interview within a typical workplace. Firstly, there should be a consultation in the population of the workforce regarding the existence of motivation and the influence that it created to increase their performance. The survey will be in a form of questionnaire using the Likert Scale to make it easier to the participants. The second phase of the method which is the interview will serve as a supporting documentary that will determine on how effective the motivational approach can be in the eyes of the managers. In addition, the use of payment as a motivational approach is not being set aside and which will be the center of the interview.

References:

Alexy, O., & Leitner, M., (2007) “Norms, Rewards, and Their Effect on the Motivation of Open Source Software Developers”, Accessed 17 June 2010, from http://opensource.mit.edu/papers/Alexy_Leitner_-_Norms_Rewards_and_Their_Effect_on_the_Motivation_of_OSS_Developers.pdf

Ghosh, R.A., (2007) “Study on the Economic Impact of Open Source Software on Innovation and the Competitiveness of the Information and Communication Technologies (ICT) Sector in the EU”, Accessed 17 June 2010, from http://ec.europa.eu/enterprise/ict/policy/doc/2006-11-20-flossimpact.pdf

Linnenbrink, E., & Pintrich, P., (2002) “Motivation as an Enabler for Academic Success”, School Psychology Review, Vol. 31, No. 3

Motivation and Organizational Commitment-Comparative Study of Public and Private Organizations

Introduction

In the practice of human resource management, attitudes of the employees are prioritized in the exploration within the idea of job satisfaction. Through the organizational behavior, the support on commitment in an organization causes the satisfaction. Part of the commitment is the contribution of the motivation and motivational factors that, together, produce a quality of output as being part of the modern organizations.

Motivation and Organizational Commitment

Part of the basic psychological process is the motivation and from the past studies, an analysis concluded that the competitiveness problems in an organization appear to be part of the motivational nature. Motivation is a very important element of behavior but it can’t alone explain the behavior of an individual. The process of learning, the interaction on different personalities and attitudes influences the management of the motivation. Both motivation and motivating process deals with the consciousness of human behavior such as the reflex actions and learned habits. On the other hand, the organizational commitment focuses on the attitudes of the employees towards the entire organization. Commitment can be described as a strong desire to remain a member of a particular organization; there is an employee’s willingness to exert high levels of efforts on behalf of the organization; and the belief and acceptability of the values and goals in the organization (Tella, Ayeni, and Popoola, 2007; Meyer, Becker, and Vandenberghe, 2004).

Comparison on Private and Public Sectors

In the investigation of the motivation and commitment in the managerial styles of the organization, the financial incentives will get people to do more of what the employees they are doing. Most of the results indicate the differences in the motivational needs of public and private sector employees, managers, and non-managers. Both public and private sectors give importance to the job satisfaction. The lack of job satisfaction can reduce the organizational commitment and sometimes became the predictor for the employees to turn down the future offers and quit the job. In the attempt of the employees to find their greener pasture, the rate of movement in their profession may be from the public to private sector and vice versa (Tella, Ayeni, and Popoola, 2007).

Exploration of Different Working Environments

In health care settings, the productivity in the medical labor, it is obvious that doctors do not simply respond on the financial and non-financial incentives. Their productivity was influenced by the behaviors including trust, call of duty, altruism, reputation, and the other concerns which specifically promotes the outcomes on health in the community. Comparing the public and private sector and their employees may be different in approaches in the motivation. The empirical studies suggest that the public sector workers tend to be highly motivated by the intrinsic rewards such as ideological goals rather those extrinsic incentives such as financial compensation (Ryan and Deci, 2000). The private practice tends to show the willingness to perform a greater amount of community service and their behavior affects their professionalism. Greater compensation of the employees raises the promotion of the productivity depends on the perception of the employees. The willingness of an employee to go far in their position within an organization is another behavior that can attract and retain employees. This also affects the type and level of the incentives or motivational factors that in the long-run can result to the organizational commitment. With the full employment and rise of the compensation in the private sector, the public sector model predicts that there should be specific schemes that can mimic the private sectors (Myers, 2008).

Human Resource Management

The application of the motivation depends on the strategies of the HR department and the approach of the employees towards it. Basically, the motivation process has a philosophical view that links on the employee’s knowledge, skills, and their needs on the nature of the work (Wright, 2001). Motivation is partly different in the pressures that an employee may receive in his performance (Winston, 1997). The manager might assess the commitment of the employee/s based on the performance they give to the organization. Therefore, together the motivation and commitment may be in sequential factors that can affect the issue of productivity in human labor (Meyer, Becker, and Vandenberghe, 2004).

Conclusion

The employee retention in every public or private sectors depends in the requirements of the organization. To be fair and square in the opportunity of retention or promotion, the managers should also commit themselves in enhancing the performances of the employees. Through the applied commitment of the employees, the job satisfaction can be achieved that can be an additional ingredient to succeed in their job.

References:

Meyer, J., Becker, T., Vandenberghe, C., 2004. Employees Commitment and Motivation: A Conceptual Analysis and Integrative Model, Journal of Applied Psychology, Vol. 89, No. 6 [Online] Available at: http://www.mona.uwi.edu/spsw/downloads/coursemat/PS66G/2005-2006/sem2/meyer_becker_vandenberghe_2004_motivation_and_employee_commi.pdf [Accessed 03 March 2010].

Myers, J., 2008. Public Service Motivation and Performance Incentives: A Literature Review [Online] Available at: http://www.opi.org.uk/documents/Publicservicemotivationandperformanceincentives_MyersJune2008.pdf [Accessed 03 March 2010].

Ryan, R., & Deci, E., 2000. Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being, American Psychologist Association, Inc. Vol. 55, No.1. [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_RyanDeci_SDT.pdf. [Accessed 03 March 2010].

Tella, A., Ayeni, C., & Popoola, S., 2007. Work Motivation, Job Satisfaction, and Organizational Commitment of Library Personnel in Academic and Research, Library Philosophy and Practice [Online] Available at: http://www.webpages.uidaho.edu/~mbolin/tella2.pdf [Accessed 03 March 2010].

Winston, B., 1997. Theory X versus Theory Y, Be a Manager – for God’s Sake, Regent University. [Online] Available at: http://www.regent.edu/acad/global/cur/cmba640/cmba640m09/motivation.pdf [Accessed 03 March 2010].

Wright, B., 2001. Public-Sector Work Motivation: A Review of the Current Literature and a Revised Conceptual Model, Journal of Public Administration Research and Theory, Vol. 11, No. 4.